Creating a Culture Committee - The Lean Way (Part 3)

This is the final installation of a three-part series about getting a Culture Committee or Program off the ground in your office using the Lean approach.

Please check out Part One ( A Lean Crash Course ) and Part Two ( Data Gathering and Approval )


Part Three: Implementation and Reporting


Step 5: Establish norms

Determine:

  • Roles: Is there a committee chair, secretary, treasurer or do the positions rotate?

  • Members: Bring in new members or keep it small. A small committee can be powerful if you:

    • Actively ask for feedback from those outside the committee

    • Use effective tools

    • Pull in others as necessary i.e. If Patrick loves to cook, see if he’ll organize a cooking class

  • Appointment: Can people ask to join, do they need to be invited or some combination of the two?

  • Time: How much time do you all want to invest in this program?

  • Output: How much appetite do coworkers (outside the committee) have for activities?  

  • Engagement: Do you want to have term limits to ensure people stay involved or step off?

  • Meetings: How often do you meet and for how long?


Step 6: Get going

With management on board, you’re ready to start testing a few hypotheses because your next job is to get everyone else in the company on board, too. Now’s the time to:

  • Layout a calendar: Tap into what people are already thinking about i.e. new year’s resolutions, spring break, summer activities, Halloween, etc. Test the activities that popped up multiple times in your survey (or are just really fun ideas) and see who liked what.

  • Flesh out Communication Channels: Determine the best way to get info out there. We’ve found pushing is better than pulling so instead of just posting it on the intranet, send them to the intranet to get more info via email, posters and staff meetings. The key here is limiting communication and emphasizing what you want them to know – with at least one reminder email.

  • Secure Tools: Invest in and start using the tools you identified in Step 4.

  • Document: Get photos of people participating so you can use them to promote your brand on Instagram, LinkedIn, in the office, etc.

  • Get more help: Asking people outside the committee is a great way to tap into more manpower and reach more people. Make a list of athletes to find a 5k, gamers to set-up a trivia challenge or Puzzle Room. Provide them a template so you know what you expect of them and invite them to the meetings leading up to their event to update the committee.

  • Measure: Always get feedback about what people liked/didn’t like about your activities so you can cut the ones that don’t work and double-down on the winning strategies. Higher attendance is less important than if people enjoyed it. Sometimes lots of small activities throughout the year are better than one big one.

 

Step 7: Report back

At least once a year, you’ll want to report back to management what you accomplished, learned and why it’s still worth the investment to continue the program. We like graphs and testimonials to get the message across. If your company does an annual engagement survey, see if you can add a question or get the results from that to include. You’ll want to understand if people feel more connected to their coworkers and if you’re breaking down silos.


Rumblesum is a mobile platform that builds community and sparks connections in your office through mobile competitions including trivia, sustainability, photo sharing, philanthropy and wellness.

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